Now this discrimination will end thanks to the long-fought changes advocated by entrepreneurs,” says Janne Makkuladirector, Entrepreneurs Finland (Suomen Yrittäjät).
“The focus of the program is strongly on promoting employment. It will take time before the decisions change to improve employment opportunities. That is why it is important to bring these reforms to parliament at the beginning of the government term. Extensive and prolonged tripartite preparations are unnecessary,” Makkula assures.
Although collective agreements have enabled local negotiations, legal restrictions have so far prevented non-union companies from taking advantage of these flexibilities.
“Furthermore, negotiation opportunities are often locked behind the ‘trustee’s lock’. This means that only employees belonging to the trade union have been able to participate as negotiation parties,” explains Makkula.
According to the government program, the bans on local negotiations for non-unionized companies that follow the general collective agreement will be removed. Negotiation parties can now be a shop steward, an elected employee representative, another elected representative or the entire staff, in which case the so-called “trustee lock” is removed.
“We have long supported equality and the removal of negotiation bans. This inclusion in the program is very welcome and significant,” Makkula affirms.
A significant increase in the threshold for joint decision negotiations
From now on, yt negotiations should take place in companies with at least 50 employees, from the current threshold of 20 employees. In addition, the minimum duration of negotiation procedures will be halved.
“Bureaucracy is reduced when small businesses are released from cooperation obligations. Small businesses are known to have favorable working conditions, trust and effective communication. Although the promotion of good cooperation is crucial, legislation should not shackle common actions into one mold,” Makkula claims.
“Big steps towards competing countries”
Finland is now taking significant steps towards harmonizing its labor legislation with its main competitors.
“For example, measures were taken in Germany to facilitate personal dismissals, to increase the more flexible use of fixed-term employment relationships and to significantly improve local negotiation opportunities. These reforms had a significant impact on employment development in Germany,” Makkula emphasizes.
“Although Finland may not go that far, we are still implementing measures that were previously unattainable. We are very satisfied with this development,” concludes Makkula.
The Finnish government’s recent workplace reforms have awakened optimism among entrepreneurs. Emphasizing local negotiations, easing labor regulations and removing discriminatory restrictions are seen as positive steps towards improving employment opportunities and harmonizing Finnish working life practices with their global counterparts. As these reforms take shape, it remains to be seen how they will affect the country’s employment and promote a more favorable environment for companies and workers.
Source: The Nordic Page